Bereavement leave in Singapore: what you're entitled to and how to ask

When a family member dies, you will usually need time away from work to arrange the funeral, attend the wake and be with your family. Many people are surprised to learn how bereavement leave works in Singapore, so this guide explains the basics.

Is bereavement leave a legal right in Singapore?

No. Bereavement leave, often called compassionate leave in Singapore, is not one of the statutory types of leave that employers must give. The Ministry of Manpower’s list of leave covered by law includes annual leave, sick leave, maternity, paternity and childcare leave, among others, but not compassionate leave. The Ministry has said it has no plans yet to make a minimum amount of compassionate leave compulsory.

This means whether you get compassionate leave, how many days, and whether it is paid all depend on your employment contract, company handbook or collective agreement.

What many employers offer

Even though it isn’t required by law, many employers in Singapore do offer compassionate leave. A common arrangement is two to three days of paid leave when an immediate family member dies, such as a parent, spouse, child or sibling. Some employers also give a day for the death of a grandparent or parent-in-law.

The details vary a great deal between companies, so check:

• your employment contract
• the staff handbook or HR policy on the company intranet
• with your manager or HR team directly

If your contract says nothing

If your employer does not offer compassionate leave, you still have options:

• Annual leave. Under the Employment Act, employees who have worked for their employer for at least three months are entitled to paid annual leave. You can ask to use some of it.
• Unpaid leave. Many employers will agree to a few days of unpaid leave in these circumstances.
• Flexible arrangements. Some employers allow working from home or adjusted hours around the wake and funeral.

Most managers are understanding when a close family member dies. It is worth asking, even if there is no written policy.

How to ask for leave

You don’t need to give a long explanation. A short message to your manager is enough, for example:

“My father passed away last night. I’ll need to take leave this week for the wake and funeral, which will be on [date]. I’ll let you know if anything changes, and I’ll hand over [urgent work] to [colleague].”

Some employers ask for proof, such as a copy of the death certificate or the funeral notice. You can download the death certificate online once the death has been registered; our first steps guide explains how.

If the funeral is overseas

If the person who died lived overseas, you may need more time for travel. Talk to your employer early about combining compassionate leave with annual or unpaid leave. If you are working in Singapore on a work pass, it is a good idea to tell your employer your travel dates before you go.

For employers

If your company doesn’t yet have a compassionate leave policy, a clear written policy helps managers respond consistently. It usually covers how many days are given, which family members are included, whether the leave is paid, and whether proof is needed.

When you’re ready

Arranging a funeral while you are grieving is hard. If you need help, our guide to what to do when someone dies at home covers the first steps, and you can find a funeral director by area and religion.